Like the Phoenix compensation agreement, jointly developed by the federal government and other negotiators in 2019, the agreement includes measures to help those who have had unreought financial costs and capital income and who have experienced personal and financial difficulties. The agreement also includes general compensation for current and former PSAC employees. This applies to all employees: executives and employees who are not represented, excluded and represented. The only exception applies to correctional (CX) and Ships Officers (SO) staff, where the usual conventional provisions for the payment of surplus leave credits continue to apply. If persons in management or confidentiality positions are employed in a professional category and at the professional level under a collective agreement and their rates of pay have not been set by the tax office, they are paid at the rates of pay set in the collective agreement. Please respect the AV collective agreement for pay rates. The three-year interim agreement applies to nearly 84,000 federal public servants represented and not represented in the Programs and Administrative Services (PA) group. The interim agreement would increase the economy and the group overall by 6.64 per cent over three years until July 2021, the smallest increase recorded last year, in line with the current economic environment. New provisions on care leave, extending parental leave and up to 10 days of domestic violence leave are also included in the interim agreement. The rates of pay for excluded and unrepresented workers in the public service sections of the Financial Administration Act (AIF) and other parts of the federal public administration designated in Schedule IV to the FAA are set by the Treasury Board in accordance with Section 11 of the FAA. It is only right that workers in the FB bargaining unit receive benefits comparable to those of other law enforcement officers. Other federal public service officers who face similar demands in the workplace, such as. B Corrections officers, already have such a pension plan.
We found that workers were aware of leave rights under their own collective agreements and that informal guidance and ongoing communication between managers and employees were the most common approach to „informing” workers. Pay rates will change within one hundred and eighty (180) after the signing of the Collective Financial Management Agreement (FI). In accordance with Schedule „E” of the FI collective agreement, rates are paid in the form of lump sum payments prior to the pay change: overall, we found that key elements of the management framework were present and were working effectively. All collective agreements that provide for leave are available and accessible to workers. There are also two specific national bulletins on sick leave and annual leave, which are clear and consistent with the TB guidelines. Staff involved in the administration and management of leave were able to describe processes and procedures and understand their roles and responsibilities. Training and staffing expertise for the HRMS Holiday Module was also adequate. We found evidence that overall coordination of worker leave for 2007-08 had been carried out and that corrective action had been taken if necessary.
All collective agreements applicable to CCS are available on infonet.